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Recruitment

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Fawwaz Amirullah Shidiq
Fawwaz Amirullah Shidiq

This document summarizes the recruitment process and common recruitment approaches. It discusses the stages of recruitment including job analysis, sourcing candidates, screening and selecting candidates. It also outlines different recruitment approaches such as in-house recruitment using internal recruiters or employee referrals, outsourcing to external recruiters, using employment agencies, executive search firms, and internet recruitment services like websites, job search engines, and social media recruiting.

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Recruitment By : Fawwaz Amirullah S
Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. At the strategic level it may involve the development of anemployer brand which includes an 'employee offering'.
The stages of the recruitment process include: • job analysis and developing a person specification; • the sourcing of candidates by networking, • advertising, or other search methods; • matching candidates to job requirements and screening individuals using testing (skills or personality assessment); • assessment of candidates' • motivations and their fit with organisational requirements by interviewing and other assessment techniques. • The recruitment process also includes the making and finalising of job offers and the induction and onboarding of new employees.
Recruitment
1. Job analysis The starting point to a recruitment effort is to perform a job analysis and/or in some cases a task analysis, to document the actual or intended requirements of the job. From these the relevant information is captured in such documents as job descriptions and job specifications. 2. Sourcing Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and/or external advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centres, or in a variety of ways via the internet.
3. Screening and selection Suitability for a job is typically assessed by looking for relevant skills, knowledge, aptitude, qualifications and educational or job related experience. These can be determined via:screening résumés (also known as CVs); job applications; interviews. More proactive identification methods include psychological, aptitude, numeracy and literacy testing. 4. Lateral hiring "Lateral hiring" refers to a form of recruiting; the term is used with two different, almost opposite meanings. In one meaning, the hiring organization targets employees of another, similar organization, possibly luring them with a better salary and the promise of better career opportunities.
Recruitment approaches 1. In-house recruitment a. Internal recruiters b. Employee referral 2. Outsourcing 3. Employment agencies 4. Executive search firms ("Headhunters") 5. Internet recruitment services a. Recruitment websites b. Job search engines c. Social recruiting
1. In-house recruitment • a. Internal recruiters An internal recruiter (alternatively in-house recruiter or corporate recruiter) is member of a company or organization and typically works in the human resources (HR) department. Internal recruiters may be multi- functional, serving in an HR generalist role or in a specific role focusing all their time on recruiting. • b. Employee referral • An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and if the suggested candidate is hired, the employee who referred receives a cash bonus.
2.Outsourcing An external recruitment provider may suit small organisations without the facilities to recruit. In typically the largest organisations a formal contract for services has been negotiated with a specialist recruitment consultancy. These are known in the industry as Recruitment Process Outsourcing. 3. Employment agencies The commercial recruitment industry is based on the goal of providing a candidate to a client for a price. At one end of the spectrum there are agencies that are paid only if they deliver a candidate that successfully stays with the client beyond the agreed probationary period.
3. Executive search firms ("Headhunters") An executive search firm or "headhunter" are industry terms for a third-party recruiters who seeks out candidates often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have pre-existing industry experience and contacts. • They may use advanced sales techniques. • They may also purchase expensive lists of names and job titles but more often will generate their own lists. • They may arrange a meeting or a formal interview between their client and the candidate and will usually prepare the candidate for the interview, help negotiate the salary and conduct closure to the search. • They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers
5. Internet recruitment services a. Recruitment websites • Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies b. Job search engines • The emergence of meta-search engines allows job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. c. Social recruiting • Social recruiting is the use of social media for recruiting including sites like Facebook, Twitter, and LinkedIn.
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Recruitment

  • 1. Recruitment By : Fawwaz Amirullah S
  • 2. Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. At the strategic level it may involve the development of anemployer brand which includes an 'employee offering'.
  • 3. The stages of the recruitment process include: • job analysis and developing a person specification; • the sourcing of candidates by networking, • advertising, or other search methods; • matching candidates to job requirements and screening individuals using testing (skills or personality assessment); • assessment of candidates' • motivations and their fit with organisational requirements by interviewing and other assessment techniques. • The recruitment process also includes the making and finalising of job offers and the induction and onboarding of new employees.
  • 5. 1. Job analysis The starting point to a recruitment effort is to perform a job analysis and/or in some cases a task analysis, to document the actual or intended requirements of the job. From these the relevant information is captured in such documents as job descriptions and job specifications. 2. Sourcing Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and/or external advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centres, or in a variety of ways via the internet.
  • 6. 3. Screening and selection Suitability for a job is typically assessed by looking for relevant skills, knowledge, aptitude, qualifications and educational or job related experience. These can be determined via:screening résumés (also known as CVs); job applications; interviews. More proactive identification methods include psychological, aptitude, numeracy and literacy testing. 4. Lateral hiring "Lateral hiring" refers to a form of recruiting; the term is used with two different, almost opposite meanings. In one meaning, the hiring organization targets employees of another, similar organization, possibly luring them with a better salary and the promise of better career opportunities.
  • 7. Recruitment approaches 1. In-house recruitment a. Internal recruiters b. Employee referral 2. Outsourcing 3. Employment agencies 4. Executive search firms ("Headhunters") 5. Internet recruitment services a. Recruitment websites b. Job search engines c. Social recruiting
  • 8. 1. In-house recruitment • a. Internal recruiters An internal recruiter (alternatively in-house recruiter or corporate recruiter) is member of a company or organization and typically works in the human resources (HR) department. Internal recruiters may be multi- functional, serving in an HR generalist role or in a specific role focusing all their time on recruiting. • b. Employee referral • An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and if the suggested candidate is hired, the employee who referred receives a cash bonus.
  • 9. 2.Outsourcing An external recruitment provider may suit small organisations without the facilities to recruit. In typically the largest organisations a formal contract for services has been negotiated with a specialist recruitment consultancy. These are known in the industry as Recruitment Process Outsourcing. 3. Employment agencies The commercial recruitment industry is based on the goal of providing a candidate to a client for a price. At one end of the spectrum there are agencies that are paid only if they deliver a candidate that successfully stays with the client beyond the agreed probationary period.
  • 10. 3. Executive search firms ("Headhunters") An executive search firm or "headhunter" are industry terms for a third-party recruiters who seeks out candidates often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have pre-existing industry experience and contacts. • They may use advanced sales techniques. • They may also purchase expensive lists of names and job titles but more often will generate their own lists. • They may arrange a meeting or a formal interview between their client and the candidate and will usually prepare the candidate for the interview, help negotiate the salary and conduct closure to the search. • They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers
  • 11. 5. Internet recruitment services a. Recruitment websites • Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies b. Job search engines • The emergence of meta-search engines allows job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. c. Social recruiting • Social recruiting is the use of social media for recruiting including sites like Facebook, Twitter, and LinkedIn.